Page 51 - RAFI_ESG_20230919_eng

EMPLOYER ATTRACTIVENESS 51

6.1.5 Employee satisfaction ular basis. We also ask our foreign subsidiaries to
Long-term employment relationships, which safe- regularly survey their employees and to include them
guard our in-house expertise and the quality of our in decision-making processes. We also study public
services, are very important to us. We reward lasting employer ratings for Germany on platforms such as
service to the company and keep staff turnover low. Kununu, Glasdoor, and ausbildung.de. RAFI achieves
To do this, we determine the level of employee satis- recommendation rates of 97% (Kununu) and 100%
faction and examine the potential for optimization at (ausbildung.de) as well as top values in employee
regular intervals. Because our success as a company satisfaction.
is built on satisfied and motivated employees, our
management in Berg works closely with the Works
Council and other employee associations. As the
members of these bodies come from a wide range
of business areas, the decisions they make are wide-
ly accepted by the entire workforce. Under the ONE
RAFI initiative, measures resolved in Berg are often
implemented at other RAFI locations. This means
they also benefit from the local co-determination and
participation rights defined in the German Works
Constitution Act.

[GRI 401-1 ] The satisfaction of our employees is re-
flected in particular in the length of service and low
level of sick leave at RAFI. Unfortunately, we record-
ed an increase in the turnover rate of 10.2% last
year. However, compared with other industries, this
is still a relatively low rate. We conduct talks with
employees who hand in their notice to find out their
reasons for leaving. Based on their answers, we de-
rive targeted measures to keep employee satisfac-
tion at a high level. In addition, we involve the Works
Council in surveying employee satisfaction on a reg-